Hissah Enrichment Center

Corporate Assessments

Our corporate assessments aim to strengthen organizations, help them choose the right talent for the right job, as well as assist employees in understanding their strengths and weaknesses. Our range of assessments in this particular area focus on building skills required for employees to thrive in their job and area of expertise, as well as help the organization thrive and reach its’ true potential.

Assessment No. Assessment Name Assessment Description
A005 Customer Service Aptitude Profile (In Session) CUSTOMER SERVICE APTITUDE PROFILE

The Customer Service AP evaluates the applicant in terms of customer service strengths, potential strengths, and areas that need development. Validity scales identify applicants who have an unusually positive or unusually negative style of self-presentation. The scores of those applicants are automatically adjusted. In addition, the report includes recommendations for training and motivation. This assessment will help you evaluate candidates applying for customer service positions as well as identify training/motivational needs for current employees.

Involves session with Hissah Enrichment Center’s Organizational Psychologist.

USE FOR

Employee Selection, Individual Development

A010 WPI
Work Personality Index
Work Personality Index
The Work Personality Index ® assessment provides a valid and dependable measure of personality that directly influences a person’s work performance and task effectiveness. Based on a model of 17 personality traits the Work Personality Index ® assessment helps describe an individual’s style in terms of job related strengths and weaknesses. These reports provide valuable information to assist with personnel selection, succession planning, leadership development, and coaching.

USE FOR

Employee Selection, Career Directions, Team Building, Individual Development, Leadership Development

A015 ACER
Ability Tests, Selection Tests
ACER Select Series
The ACER Select Series are quick and easily administered tests of verbal or numerical reasoning. They are suitable for recruiting in a variety of occupations, from sales and clerical, to junior management and graduate selection. They assess general intellectual ability as demonstrated by the ability to see relationships and solve problems in verbal and numerical material.The General Select is intended for candidates who are applying for technical, clerical, and administrative positions.

The Professional Select is appropriate for candidates applying for positions where the work requires a high level of reasoning ability, or where these qualities will become more important as staff are promoted, e.g. graduate recruitment, managerial, or leadership roles.

USE FOR

Employee Selection

A016 TAR
Test of Abstract Reasoning
The Test of Abstract Reasoning (TAR) is typically used as a measure of general ability for selection into occupations which involve a moderate to high level of demand on reasoning ability and for other purposes where the ability to think clearly, analyze information, solve problems and make rational decisions are important.

The TAR measures the extent to which a person can discover principles and rules and apply them to solve problems using abstract visual patterns rather than numbers and words. The TAR is nearly language free and so may avoid problems associated with the use of verbal reasoning tests in some contexts where candidates’ written English skills are not well developed.

Examples of selection criteria linked to measures of abstract reasoning are:
•  Planning and coordinating

•  Creating innovative solutions to problems

•  Making decisions in a rational manner

•  Learning new material quickly

•  Collecting and analyzing information

USE FOR

Employee Selection

A017 ERI
Risk Management Tool for Hiring Employees
EMPLOYEE RELIABILITY INVENTORY

The ERI is a risk management tool that helps you determine which individuals are most likely to become valued employees rather than organizational liabilities. The ERI will determine whether a candidate is low-risk or high-risk based on seven different scales.

The ERI results are designed to assist you in reducing: Turnover, Absenteeism, Work-related accidents, and Theft.

USE FOR

Employee Selection

A018 CS
Customer Service Test
Evaluate Candidates
CUSTOMER SERVICE APTITUDE PROFILE

The Customer Service AP evaluates the applicant in terms of: customer service strengths, potential strengths, and areas that need development. Validity scales identify applicants who have an unusually positive or unusually negative style of self-presentation—and the scores of those applicants are automatically adjusted. In addition, the report includes recommendations for training and motivation. This assessment will help you evaluate candidates applying for customer service positions as well as identify training/motivational needs for current employees.

USE FOR

Employee Selection, Individual Development

A019 ST
Sales Test
Many things are not apparent in an interview or resumé such as inhibitions about cold calling, reluctance to ask for a sale, or poor motivation to follow through once on the job. The Sales AP will measure these traits. Validated against actual sales performance this assessment will help you find the right person for the job.

The Sales AP is an objective measure of characteristics that are critical for success in sales. The test has separate measures for overall sales disposition, cold calling, and sales closing, in addition to many other characteristics related to sales potential and performance such as assertiveness, personal diplomacy, and patience.

USE FOR

Employee Selection, Individual Development

A021 P360
Psychometrics 360
360 DEGREE TOOL FOR 360 DEGREE FEEDBACK

The Psychometrics 360 tool shows how others view a leader or manager’s competencies enabling you to deliver constructive feedback. The Psychometrics 360 tool has a simple and secure interface that is easy to administer online and the responses remain confidential.

Our service includes an assessment debrief with one of our Industrial/Organizational Psychologists to ensure you get the most out of the process.

USE FOR

Leadership Development, Individual Development

A022 WSP
Work Safety Predictor
IMPROVE SAFETY AT YOUR ORGANIZATION

The Work Safe Predictor is designed to assess patterns of thinking and acting that predict safe behaviour and the likelihood of remaining free from workplace safety incidents. It provides insight into safety behaviour that can be used in a developmental or selection context.

This assessment is designed for testing adults in business and industrial settings where safety is important. No industry specific language or technical jargon is used so the Work Safe Predictor can be administered in any industry and with any position. Results can identify “low safety risk” individuals or identify employees who are a “high safety risk.” It will help determine what aspect of the candidate’s behavior contributes to higher risk, providing opportunities to address those areas hindering safety. When administered to current employees, the Work Safe Predictor will help determine the focus of training and development to enhance a positive safety culture.

USE FOR

Employee Selection, Individual Development